Why Turnover Matters in Self-Managing Work Teams: Learning, Social Integration, and Task Flexibility

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Self-Managing Team Performance: A Systematic Review of Multilevel Input Factors (2018, background): “Some studies found that individuals who are highly invested and engaged in self-management enable the success of SMTs (e.g., Cohen, Ledford, & Spreitzer, 1996; Druskat & Pescosolido, 2002; Powell & Pazos, 2017; van der Vegt et al., 2010).”
Team Receptivity to Newcomers: Five Decades of Evidence and Future Research Themes (2013, background): “…accounts from archival team composition and performance data (Perretti & Negro, 2006), from surveys of team members’ (Hirst, 2010), or from both (Van der Vegt et al., 2010), (b) whether to collect responses from oldtimers (Chandler et al., 2005; Cini, Moreland, & Levine, 1993), from newcomers…”
To leave or not to leave: When receiving interpersonal citizenship behavior influences an employee’s turnover intention (2013, background): “In addition, voluntary employee turnover has been found to be detrimental to team interaction processes (Van der Vegt et al., 2010).”